Drug and Alcohol Use and NZ Employment Law

Air New Zealand Ltd v V  03 June 2009  AC 15/09
Colgan CJ, Travis, Shaw, Couch JJ  [Employment Court - Auckland]
CHALLENGE TO DETERMINATION OF EMPLOYMENT RELATIONS AUTHORITY - Test of justification under s103A Employment Relations Act 2000 (“ERA”) - Statutory interpretation - Legislative materials - ...
Challenge granted in part and dismissed in part ; Costs reserved.
PDF file not available for download.

NZ Amalgamated Engineering Printing and Manufacturing Union Inc and Ors v Air New Zealand Ltd and Anor  13 April 2004  AC 22/04
Goddard CJ, Travis J, Colgan JJ  [Employment Court - Auckland]
REMOVAL OF PROCEEDINGS FROM EMPLOYMENT RELATIONS AUTHORITY - Application for declarations and injunctions - Drug testing policy - Testing in numerous circumstances - Safety sensitive area testing - Ac...
Application granted in part ; Orders accordingly ; Costs reserved
PDF file not available for download.

Disclaimer & Acknowledgement

The material featured on this page was sourced directly from the Department of Labour and is subject to Crown copyright protection.

The Crown copyright protected material may be reproduced free of charge in any format or media without requiring specific permission. This is subject to the material being reproduced accurately and not being used in a derogatory manner or in a misleading context. Where the material is being published or issued to others, the source and copyright status should be acknowledge.

These guidelines provide general information and guidance. The Employment Relations Centre does not accept any responsibility or liability, whether in contract, equity or tort, or under any other legal principle, for any direct or indirect losses or damage of any kind arising from the use of this guide. This includes any action taken as a result of reliance on any part or all of, the information in this guide. It is also noted that:
1. The Employment Relations Centre may change, add to, delete from, or otherwise amend the content of these guidelines without notice.
2. The Employment Relations Centre gives no warranties, guaranties or undertakings as to results that may be achieved from use of the information contained in these guidelines.
3. These guidelines are not intended to address the specific circumstances of any particular individual or entity nor are they professional or legal advice.